Procrastinate at Work, Sleep Badly at Night: How Job Autonomy Matters

2021 ◽  
Author(s):  
Baihe Song ◽  
Bin Wang ◽  
Jing Qian ◽  
Yue Zhang
Keyword(s):  
Job Autonomy

Job Autonomy: A Meta-Analysis of Autonomy and Emplyoee Outcomes

2006 ◽  
Author(s):  
James R. Davison ◽  
Kathryn Keeton ◽  
Kayo Sady
Keyword(s):  
Meta Analysis ◽  
Job Autonomy

Social Network and Dispositional Bases of Job Autonomy

2005 ◽  
Author(s):  
Daniel A. Newman ◽  
Lisa M. Leslie
Keyword(s):  
Social Network ◽  
Job Autonomy

The more, the better? Curvilinear effects of job autonomy on well-being from vitamin model and PE-fit theory perspectives.

2018 ◽  
Vol 23 (4) ◽  
pp. 520-536 ◽  
Author(s):  
Barbara Stiglbauer ◽  
Carrie Kovacs
Keyword(s):  
Well Being ◽  
Job Autonomy

A Study on the Mediating Effect of Grit between Job Autonomy and Job Crafting

2019 ◽  
Vol 34 (5) ◽  
pp. 109-129
Author(s):  
Mi－O Ro ◽  
Miao－Miao Huo
Keyword(s):  
Mediating Effect ◽  
Job Crafting ◽  
Job Autonomy

scholarly journals How Leaders’ Positive Feedback Influences Employees’ Innovative Behavior: The Mediating Role of Voice Behavior and Job Autonomy

2021 ◽  
Vol 13 (4) ◽  
pp. 1901 ◽  
Author(s):  
Wang Ro Lee ◽  
Suk Bong Choi ◽  
Seung-Wan Kang
Keyword(s):  
Positive Feedback ◽  
Structural Equation ◽  
Organizational Innovation ◽  
Equation Model ◽  
Service Industries ◽  
Mediating Effect ◽  
Job Autonomy ◽  
Innovative Behavior ◽  
Voice Behavior ◽  
Innovative Behaviors

This study investigated the effects of a leader’s feedback behavior on the followers’ innovative behaviors, and the mediating effects of voice behavior and job autonomy in the above relationship. To test the analytical model with the hypotheses, survey data were collected from 527 Korean employees working in 35 companies from manufacturing, distribution, and service industries. A structural equation model analysis was performed to test the hypotheses. The results of our empirical analysis are as follows. First, it was found that positive feedback from the leader positively influenced the followers’ voice behaviors, job autonomies, and innovative behaviors. Second, voice behavior and job autonomy were confirmed to have a positive mediating effect between the leader’s feedback and the innovative behavior of the followers. These findings imply that a leader’s feedback behavior contributes toward enhancing the followers’ innovative behaviors in the process of organizational innovation. We suggest that organizations and managers pay attention to the benefits of feedback activities and facilitate key mechanisms that connect them to employee innovation behavior, effectively.

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